Doctors Without Borders/Médecins Sans Frontières (MSF) is an international humanitarian organization that provides medical care to people affected by conflict, epidemics, disasters, or exclusion from health care in over 70 countries.
We welcome candidates who bring a wide variety of backgrounds and experiences to join us in working toward MSF’s common mission.
The Domestic Human Resources Department provides subject matter expertise and strategic HR counsel to ensure that the organization’s US domestic human resources policies and practices are aligned to allow the organization to carry out its mission effectively and efficiently.
MSF-USA’s DHR functions incorporate a full-range of HR functions including benefits and wellness, recruitment, hiring, training and development, onboarding, and EEO / DEI / Employee Relations. This range of responsibilities and competencies provides an encompassing insight into the many issues, concerns, and challenges inherent in managing a global workforce.
DHR’s role is critical in ensuring that the unique legal requirements as an employer in the US, and the impact of cultural practices are taken into consideration while developing strategies for the many differences among the various MSF sections.
Knowledge of employment-related laws and practices is required to minimize the risk to MSF as an employer and to guarantee that all employees, volunteers, and field workers are protected.
DHR is responsible to:
- Ensure the elaboration and the implementation of the Domestic HR Management Policy;
- Investigate and resolve employee relations and Equal Employment Opportunity (EEO) matters;
- Conduct intake, investigation and resolution of staff reports related to allegations of professional and behavioral misconduct;
- Help navigate MSF-USA human resources practices in collaboration with key Movement interlocutors to ensure alignment where possible for a global MSF workforce;
- Safeguard compliance with US labor and employment law;
- Oversee and administer benefit and wellness programs including medical and 401(k) for domestic and expatriate staff;
- Conduct the Employee Feedback Survey, officewide HQ training, and HQ staff Training & Development;
- Provide tools and HR metrics for job analysis and performance;
- Provide strategic advice and planning for DHR and international issues;
- Support the Movement with mobility for hosted and seconded positions;
- Coordinate with Field Human Resources to ensure synergies and operational effectiveness within US legal constraints;
- Recruit and retain HQ staff.
Under the supervision and direction of the Director of [DOMESTIC] Human Resources, the Employee Relations and DEI Program Manager
primary function will be to analyze, evaluate and conduct fact finding investigations concerning complaints filed by employees; Employee Relations / EEO Manager to determine if matters fall under Employee Relations or EEO Federal, State, or City discrimination regulations, will be tasked with interviewing employees, witnesses, and respondents, reviewing relevant documents and policies to obtain facts relevant to employment practices. These investigations may be based on such factors as age, race, color, religion, disability, retaliation, sex and national origin and other protected classes under Federal, State, and local law.
EEO and Employee Relations
- Under supervision of the Director of Human Resources and in consultation with legal counsel, conduct investigations, respond to complaints of alleged harassment, discrimination and Title VII, ADA, ADEA or Equal Pay Act complaints filed with MSF-USA’s Human Resources Department as necessary.
- Create and maintain logs, documentation, written reports, findings, and recommendations in response to all allegations, including interactions, interviews, correspondence regarding employee inquiries and complaints.
- Maintain monthly log of all ER/EEO inquiries and complaints by type, including status and outcome(s).
- Ensure compliance with all city, state, and federal discrimination and employment regulations in the investigation and resolution of EEO inquiries and complaints.
- Provide guidance and support to managers on day-to-day issues such as absence management, performance management, misconduct, and the disciplinary procedure.
- Assist in the development, review, and implementation of HR policies and procedures and other strategic HR program initiatives.
- Support the Director of Human Resources and legal counsel on employment related legal issues and lawsuits from strategy to preparation of supporting documentation.
- Contribute to solutions and provide advice on employee relations / EEO strategies and potential risks including, but not limited to employee terminations, adverse impact, severance & outplacement services, employee engagement, conflict resolution, and investigatory techniques.
- Represent Domestic Human Resources on the DEI Council under the direction of the HR Director
- Create ER /EEO tools for Managers and HR Business Partners (Warning Templates, Investigation letter templates, Investigation guidelines, Job Abandonment letter templates, attendance guideline options, etc.)
- Contribute to the Exit Survey Process, analyze data and provide recommendations based on findings.
- Work on special projects as needed.
- Perform other related duties as assigned.
Diversity, Equity and Inclusion
- Work collaboratively across all departments and with the DEI Council to guide and inform best practices for creating a diverse and inclusive work environment.
- Collaborate with leaders, DEI Council, and staff, to conceptualize and organize DEI events, providing thought leadership and programmatic support.
- Help develop metrics that measure the effectiveness of and promote the success of DEI programs as well as identify gaps.
- Create or look for innovative DEI trainings, workshops, educational materials, etc.
- Keep abreast of latest trends in DEI and share with key stakeholders.
- Develop DEI presentations and data analytics as needed.
- Minimum 8 years of human resources experience with at least 5 years of employee relations / EEO / DEI experience.
- A bachelor’s degree in human resources, labor relations, legal studies, or related field of study.
- Demonstrated knowledge of federal, state, and local employment law including but not limited to New York City and State.
- Proven experience in conducting employee relations / EEO investigations and resolving employee relations / EEO issues.
- Organized, detail-oriented, creative, problem solving, analytical individual with strong written and verbal communication skills.
- Ability to handle a large volume of work under pressure and with deadlines.
- Excellent time management and organizational skills.
- Keen attention to detail with ability to track multiple projects at the same time.
- Ability to work independently and/or with a minimum of supervision.
- Excellent interpersonal and communication skills as well as exemplary customer service skills.
- Ability to maintain confidentiality and navigate complex workplace relationships
- PHR or SPHR or equivalent national certification
- EEO Professionals Certification
- Masters in HR/Law
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